Payroll Compliance & Tax Solutions

Few organizational functions elicit more scrutiny than payroll, both from the standpoint of regulatory compliance, as well as taxes. With an ever-changing legal landscape to navigate, payroll can at times feel like an exercise in mitigating risk; especially when considered in the light of a global workforce. While compliance and tax concerns for payroll software applications are well established, the tactics to address these issues are relatively fluid and immature. Whether leveraging in-house payroll software or outsourced payroll, how an organization conducts its payroll operations inherits specific legal ramifications that must be considered.

Featured Payroll Software Articles

As one of the major benefits most companies expect from either payroll software or payroll outsourcing, efficient and effective legislative compliance should form a key part of the software or service selection procedure. By asking the right questions, the client organization can demonstrate its own understanding of relevant labor law and test that of the supplier appropriately.

The Sarbanes-Oxley Act carries stringent requirements for financial transparency reaching beyond U.S. borders and affecting foreign suppliers and contractors. Given that payroll is the largest category of financial transaction for many organizations, there is a certain amount of ‘SOX hype’ that must be filtered. This article covers the intersection of payroll and SOX compliance.

Payroll compliance is a constantly evolving (and often confusing) set of mandates for employers to stay abreast of-especially considering the sheer scope of the various regulatory aspects of wages, taxes, and contributions. While effective and up-to-date payroll software can aid in this compliance, there is no substitute for understanding these laws. Here are the top 4 from the U.S.

Legislative compliance can feel like a minefield studded with official forms and reports – W-2, W-3, 941, 1099, 401(k) and so on – but by bringing some awareness of requirements to the table, an organization can make some intelligent use of its payroll software to ease the burden. This article contains 5 tips to sidestep common payroll compliance pitfalls.

Transatlantic co-operation is essential to many businesses but managing a payroll function for employees in both North America and Europe can involve a clash in data protection mandates. A broad understanding of the EU’s requirements regarding personal employee information can help ensure compliance. Here’s our list of the top 3 requirements of the EU’s Data Protection Directive.

Recent efforts by the European Union are looking to place an additional burden on organizations with regard to payroll data protection. In large part, these newer proposed are driven by the consumerization of IT; but the EU’s legislation also aims to address privacy laws as well; an initiative that would make a single law applicable across all 27 member countries.

With 2013 upon us and a host of new legislation affecting payroll already beginning or set to start soon, we wanted to take a minute to provide you with the latest changes that will be impacting your payroll runs. From Medicare to supplemental wages to income taxes, this infographic explains them all and even provides a hint of what's just on the horizon.

When an organization expands operations into a new country or region, the fundamental building block of accurate and compliant payroll processing must be in place. As such, few companies can maintain a detailed in-house expertise for all countries; making payroll automation and outsourcing key strategies in easing the burden of legislative compliance. However, responsibility and accountability cannot be abdicated and the organization must maintain at least a broad awareness of global regulatory issues for payroll management. This special report seeks to offer just that with a region by region look at the top 10 payroll regulations.